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How DEI is Implemented in the Workplace and How the Trump Administration’s Policies are Shaping the Future of Diversity, Equity, and Inclusion.
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By Olivia Rohling, Sarah Thomason, Grace Miller, and Morgan Ziegler
At the start of President Donald Trump’s second term, he announced the elimination of Diversity, Equity, and Inclusion (DEI) programs. The theoretical effects of this are currently unknown, as we will see it unfold within the workplace. However, it suggests that there will be fewer opportunities and safety measures for people of different races, genders, and socioeconomic classes. Breaking down what DEI truly means, the roots of its policies, and how we got to where we are is important in understanding how it will shape our future.
In this context, diversity is a community of people consisting of different races, cultures, genders, socioeconomic classes, sexual orientations, religions, and disabilities. The impacts this has will mainly affect minority groups while it upholds white, male privilege. DEI helped with creating opportunities that would be easy for minority groups. Providing resources, jobs, and support systems not only helped minority careers but also created a sense of belonging.
Equity within DEI refers to equal opportunities and resources for these minority groups. To combat the saying “life isn’t fair,” equity ensures that education, employment, and support systems are in place. Without DEI, the saying rings more true. Although life really isn’t fair, shouldn’t we as a society want to put policies in place that promote equal opportunity like the American Dream says? This combats historical and systemic racism, as this policy was built on that, and recognizes that other diverse groups are underprivileged as well.
Creating an environment that is safe and valued by all people is where inclusion comes in with DEI. This allows for schools, workplaces, and communities to celebrate each culture and gender while supporting people who struggle economically. We can see that DEI, although each component has its purpose, all intersect to create a society where everyone is given equal, fair, and valued opportunities.
History
Before DEI policies, systematic discrimination was prevalent in society due to racism and slavery. Up until the 19th century, slavery was legal and even celebrated within the United States. Eventually, with many civil rights movements, specifically the abolitionist movement, the 13th Amendment was established in 1865, making slavery illegal. Although this was a major stepping stone, racism, discrimination, and inequality were still a major part of society. As time went on, segregation became illegal in schools in 1954. In 1964, the Civil Rights Act was established, making discrimination against any gender, race, or religion illegal in the workplace. Soon after, affirmative action was put in place to promote opportunities for minorities, which was something the Trump Administration had eliminated with DEI.
Along with DEI helping minority groups, women historically have been denied rights and opportunities that this policy protected. In the 19th century, women were unable to vote, work, and have the same rights as men. With many movements and fights against this injustice, the Equal Pay Act was enacted in 1936, allowing women to earn equal pay in the workplace. As time went on, protection and inclusion for other minority groups, such as people with disabilities, helped promote equal opportunity and support.
There have been many efforts to promote DEI in the workplace since the 1990s. Many companies started to require diversity training, affirmative action, and other policies focused on equality. These were implemented to improve the workplace environment, create compassion and understanding, and remove obstacles for minority groups. Job roles focused on DEI initiatives were created, which is now no longer an option.
DEI has formed into a standard for our culture, emphasizing intersectionality and community. However, some people and politicians believe that DEI is wrong because it gives someone an opportunity based on what they look like. Others go further and say that it is reverse discrimination and denies people who are experienced based on the color of their skin. Discussions and debates like these are what brought us here today.
Trump Policies
Donald Trump's recent policies will be shaping the future of Diversity, Equity, and Inclusion. With his recent changes, DEI offices and employment opportunities will be limited. This makes it so the federal government, education systems, and businesses are forced to remove affirmative action, DEI offices, and programs. According to the White House, “Federal hiring, promotions, and performance reviews will reward individual initiative, skills, performance, and hard work and not, under any circumstances, DEI-related factors, goals, policies, mandates, or requirements.” With this, he says he wants to move toward a merit-based society. Whether his intentions are good or bad, there is a strong possibility that workplaces will become less diverse, and people will struggle as a result.
Similarly, the Trump Administration will defund schools that continue to promote DEI and Critical Race Theory. The effects start before entering the workforce, as understanding the roots and support systems is necessary once applying it into the workforce. Public schools, universities, administrators, and professors will lose money and job opportunities due to this change. Looking further, any business that uses DEI hiring or policies could face legal trouble, which hurts the business and employees.
People who support Trump's ban of DEI believe that job opportunities will open up for the people who worked for it rather than people who are a specific race or gender. The term “reverse discrimination” is also key for supporters. According to the Online Cambridge Dictionary, reverse discrimination is “the practice of giving unfair preference to people from groups such as African-Americans or women who were treated unfairly in the past so that someone else is at a disadvantage.” Many also claim that DEI caused standards to be lowered and opportunities for some to be taken. However, opposers see that the elimination of DEI ruins the progress we have made as a country to be equal and fair. With DEI, more opportunities arise, jobs become available, and more citizens can achieve the American Dream.
How Gender Affects DEI
Many people may not realize it, but gender identity can be and is affected by DEI initiatives in the workplace. Specifically, women have been greatly supported and have benefited under affirmative action and DEI initiatives. According to Politico, “The rollback of these policies reflects the increasing pressure facing corporate America in the wake of the Supreme Court’s 2023 ruling ending affirmative action in college admissions.”
One challenge women will start to face in the workplace due to the rollback of certain DEI policies is a workforce environment that will no longer place priority on gender-based hiring quotas. Just like it sounds, most workplaces have a quota for how many women, people of color, and different ethnicities they can and must hire. With the eradication of many DEI and affirmative action policies, these quota requirements will likely disappear, leading to less diverse workplaces in many ways.
Additionally, maternity leave falls under DEI. Most workplaces have some variety of a paid maternal leave program that usually includes flexible leave options and breastfeeding accommodations, among other perks. Maternity leave helps reduce gender bias as it helps challenge stereotypes about motherhood and pregnancy, which can then lead to a more inclusive workplace, not to mention maternity leave helps significantly with high employee retention rates. These all sound like great things, but without DEI initiatives in place, maternity leave programs will likely diminish or be eradicated entirely.
How Race Affects DEI
People of color have struggled in the workforce for years. DEI helps implement a wide range of diversity within the workplace. Unfortunately, few to no companies are incorporating these DEI programs to help people of color find jobs, nor are they hiring them at all. According to StatNews, the amount of people of color in their workplace from 2015-2023 has been anywhere from 15% to 32%, while the amount of white people in that period has been 68% to 85%.
Why are there not more people of color? It’s because 64% of non-white people said that their workplace pays little to no attention to implementing DEI in their workspace (Pewresearch). DEI helps people of color by making sure that they have the same opportunities to advance their careers as privileged people, to embrace their ethnic background, and to make sure they feel safe in their workplace (CBS). As we see in the chart above, many people of color aren’t being hired, so they are not even given a chance at a career because they are hiring specifically white people. Is it because of the color of their skin or the lack of credentials? 86% of non-white Americans said that they were treated unfairly by a hiring employer because of the color of their skin (Pewresearch). This captures the Standpoint Theory because this is the insight of a large, marginalized group and the experiences they have faced. Also, DEI helps underrepresented groups by “evening the playing field.” This means that if a workplace is hiring for a job that is typically viewed as a white masculine job, women and people of color are considered (CBS). Jobs such as construction, welding, medicine, and firefighting are required to include more diverse individuals when DEI is implemented.
DEI also helps companies incorporate more programs to help coworkers be a team and embrace their different ethnicities and backgrounds. (CBS). DEI programs not only provide a non-discrimination policy but also help people beyond those who are simply white. It helps people with disabilities so they have the proper accommodation. There are ramps and elevators for people in wheelchairs so that they have easy access. DEI promotes education to help prevent discrimination and harassment through employee resource groups and training sessions. This protects our unique characteristics that identify us, like religion, race, gender, and class (OMNI).
Privileged Groups
What do people who don’t support DEI say about all of this? People who don’t support DEI have their own Standpoint Theory, which is forming your own opinions based on the experiences you have encountered. They claim they are the ones actually being overlooked or not considered for promotions and advancement in their careers. As we can see, the statistics found that cannot be true because people of color are not even being hired to get those promotions. White men also claim that DEI makes them feel left out and that their voices are not being heard (CNBC). Everyone is entitled to their own opinions and feelings, but can this feeling from white men be due to the unseen ignorance of white privilege?
White privilege is an obvious advantage within the workforce, yet some are unable to recognize it. This means white people have advantages and freedom to make mistakes, and they are less likely to face physical or emotional consequences. Also, it has been shown that white people have more opportunities than people of color, resorting to power and competition. Some say that DEI in the workplace challenges their ego and makes them think that they are “losing” the competition and power. DEI focuses on promoting power and a voice for everyone, emphasizing inclusivity, equality, and diversity within the workforce.
White Women
When looking at DEI’s influence on race, white women are affected more than some may think. As said previously, DEI was originally for white women because they were unable to vote and work to receive the same pay as men. But what are the opinions of white women now that the Trump Administration wants to diminish DEI programs? According to Forbes, women feel they have to “prove themselves” again because of the elimination of programs, to validate their worth. Also, they feel burnout because their executive or “higher status” counterparts are giving them a substantial workload and sometimes useless work, compared to their male coworkers (Lean-In). This shows that the DEI programs are needed to help the underprivileged so they are represented and get the reduced workload they deserve.
What People Think in the U.S.
International Views
Lastly, how do people not in the United States feel about the Trump Administration diminishing DEI, and what is their perspective? Brian Seilstad, a university director from Morocco, wishes that both sides of the political spectrum come together, to learn each other’s perspectives, and form a compromise (NAFSA). According to Dr. Poornima Luthra, she has heard international employees say that the DEI problem is a “U.S" thing and that Europe does not have that issue (Diversity Global). Even French companies that work with the U.S. personally refuse to comply with his orders to ban DEI programs in the workplace and have made it clear that they are not changing their work environment (Newsweek). Overall, the European countries know where they stand and remain firm in their judgments.
How Socioeconomic Status Affects DEI
Most people don’t realize how the class status of individuals and communities affects DEI principles being constituted within the workplace, employment opportunities, and repercussions beyond one's occupation. President Donald Trump's executive order to ban all DEI programs and policies has made it nearly impossible for certain classes to be treated fairly in the workplace. Class status includes both social status and economic status, also known as socioeconomic status.
Socioeconomic status is most often determined and measured by specific factors such as income, education, and occupation. In the article, Are the barriers to social mobility being addressed in the workplace? Jill Miller explains how it has been studied and shown that fewer than 1 in 10 organizations are putting in the effort to improve social mobility in the workplace. Miller also discusses an Inclusion at Work survey that showed that 9% of employers have put in the effort to enforce DEI principles in regard to socioeconomic status in the last five years.
Most individuals and communities often fall into one of the three classes of socioeconomic status: lower, middle, or upper class. Those who fall into the classification of the lower class often have a lower income, limited education, and a less skilled and lower-paying job. Those who have a middle-class categorization often have an average income, some college education or high school diploma, and usually work in white collar professions. The upper socioeconomic class consists of those who have the highest incomes and are the ‘wealthiest’, have a high social status, and often own a business or work in high-earning professions.
Because President Donald Trump’s administration is banning DEI programs and policies, the lower and middle classes are finding it nearly impossible to find employment. The executive order from the administration aims to put an end to all programs that promote diversity, equity, and inclusion. In doing so, employers are afraid of continuing to implement training and programs in the workplace because of the possible repercussions. The way that the media and news outlets framed the banning of DEI programs, also known as framing theory, was illustrated in a way meant to apprehensively influence employers.
Most DEI programs provide resources such as scholarships and other educational opportunities to help individuals in the lower and middle classes gain the experience and background needed to have fair employment and advancement opportunities. By banning these programs, the higher class has an increased advantage over the lower class because the lower class has no way to gain experience for professional and educational development. The Kerner Commission was established in 1967 to assemble a society that is inclusive and addresses inequalities. In banning DEI programs, the Trump administration is risking undermining the objectives of the Kerner Commission, going back on the call for inclusiveness in racial and economic divides in society.
Challenges Faced by the Lower and Middle Class
There is just enough socioeconomic diversity in the workplace, but particular groups have a significant advantage over others. Lower and middle socioeconomic classes often benefit the least when dealing with occupations and the workplace. Poorer individuals and residents of poorer communities lack the resources, education, and ability to keep, maintain, and find jobs with reasonable and fair pay.
In Kelly Edmiston’s article, Why Aren't More People Working in Low- and Moderate-Income Areas?, he found that as of 2017, 35% of residents aged 18-64 occupying lower to middle class communities were not employed, compared to 24.9% in communities that do not fall into the lower to middle class.
Edminston explores how limited education, access to transportation, and access to childcare are major disadvantages for the lower and middle class. This especially goes against the DEI principle of equity, ensuring fair access and opportunities for all individuals and communities while striving to put an end to employment barriers.
Robert Anderton explores in his article, Socioeconomic diversity in the workplace and education: Smart, underprivileged, and overlooked means missed opportunity for all, how overlooking the skills and talents of the lower and middle class hurts society as it prohibits economic growth. In accordance with Edminston, Anderton researches how decreased means of transportation, lower income, and limited educational opportunities as compared with the upper class creates a challenge for the lower and middle class to find employment opportunities.
Anderton also explores how those who are able to get over the employment barrier still face many difficulties within the workplace, such as career progression and raises.
Disadvantaged Groups
It is important to factor socioeconomic status into DEI because it has a direct correlation to an individual's experience in the workplace. In Natasha Nicholson’s article, The forgotten people: DEI and socioeconomic class, she explores how some research indicates that those who are part of the lower class suffer more from adverse working conditions and increased risk for health issues as compared to the upper class. She looks at how a lower socioeconomic status is not only determined by a low income, limited education, and less advanced occupations, but also how health limitations play a role, such as those who suffer from a disability. It has been determined that individuals with a disability are twice as likely to be poor. It was recorded that 21.6% of individuals with a disability are considered poor according to the Census’s Supplemental Poverty Measure. Individuals with disabilities are one of the most disadvantaged groups when it comes to employment opportunities and workplace experiences. Additionally, both gender and race in combination tend to influence socioeconomic status along with an individual's environment, background, and culture. In Miller’s research (right), notice how more sophisticated employers have less diversity and fewer employees in the highlighted groups in comparison to the lesser employers.
Race, Background, and Culture
In an article written by Alan Morantz, How Does Social Class Play Out at Work?, it is determined that race and class are especially deeply connected. It has been proven that as you move up the ranks in companies, corporations, and organizations, diversity among employees decreases. It has been established that those in the lower class feel discriminated against, primarily because of different cultural indications. These cultural indications may influence hiring, employment, and promotion decisions. This specifically goes against cultural relativism, as it advocates for discrimination and bias against cultures and diversity. Regarding promotions, research has found that the lower class gets paid significantly less than the upper class, even those in similar placements.
Gender and Single Mothers
Gender also tends to significantly impact socioeconomic status significantly. Nicholson wrote how women are 35% more likely to be poor than men. Single mothers face the highest risk of poverty, in which 35% of single women with children raise their families in poverty. Diversity and inclusion are important in the workplace as they foster organizational and individual growth.
Ways to Improve DEI Regarding Socioeconomic Status
There are a number of challenges that individuals and communities face concerning socioeconomic status in regard to employment opportunities, experiences in the workplace, and repercussions beyond the workplace. Although there are many obstacles to overcome, there are so many ways in which employers can implement DEI principles and improve these workplace experiences and opportunities while conquering President Trump's ban on DEI programs.
To start, Nicholson explains how employers need to address socioeconomic related biases and discrimination within the workplace and regarding the hiring process and career advancement.
By fostering inclusiveness, individuals will become more aware of groups that are less commonly recognized by others, such as individuals with disabilities and single mothers. This will also help to make others understand how much gender and race play a role in an individual's socioeconomic status, forcing other employees or the general population to consider how much enforcement of DEI policies in the workplace can benefit an individual's life.
Miller also lists ways in which employers can include members of all socioeconomic statuses. She mentions progression, which embraces the idea that whoever is the most experienced and skilled should be able to succeed, regardless of socioeconomic status.
The employers' leading values of the entirety of its company should include members of all socioeconomic statuses.
Miller also explains that when employers are looking for new hires, they should widen their hiring pool to include those of all socioeconomic statuses and ensure that there are a wide variety of individuals being hired.
Looking Further
When thinking about DEI’s connection with artificial intelligence (AI), we have to consider policies, hiring processes, and algorithms. According to the Society of Research Administrators International (SRA) we have to be careful because “there is a risk that AI, if not properly trained, could perpetuate existing biases.” There are AI programs that help move away from biased hiring and can even screen resumes to stay impartial. Without DEI initiatives, there is a chance that AI may reinforce biased hiring if not programmed correctly, leading to less diverse workplaces.
The SRA also found that “AI can not only streamline administrative processes but also significantly contribute to creating a more inclusive, equitable research environment.” With unbiased data collected from AI, seeing and understanding preexisting bias was easier and clearer for companies. With this, AI would even “suggest adjustments to ensure the equitable distribution of resources.”
The effect that eliminating DEI will have on future generations will impact every aspect of life. No one is exempt from the potential changes in opportunities, hiring, education, and workplace culture. Eliminating affirmative action and DEI programs, women and minority groups may have fewer job opportunities and struggle to move up in their careers.
DEI initiatives have helped people of color, women, and lower-class individuals succeed and gain opportunities that were harder for them prior. Without DEI initiatives in place, maternity leave programs and equal pay rights will likely diminish or be eliminated. Based on research, we are seeing that before DEI, diversity within the workforce was low, and after much progress, minority groups and people of color were finally given equal and fair opportunities. Lower class individuals also received aid that helped them get out of a financial struggle through increased resources, education, and job opportunities that provide reasonable and fair pay.
The absence of DEI initiatives may limit resources for individuals with disabilities, mental health challenges, and those from underprivileged backgrounds. When navigating this, companies must prioritize the well-being of their staff and employees must advocate for themselves with resources that accommodate their needs. Finding ways to navigate this new professional and political environment requires confidence and strategy. Utilizing available resources, building a strong network, and finding mentors will ease the journey, as you won’t be doing it alone.
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